Beyond the annual review, performance management should include ongoing feedback, goal-setting, coaching, strengths-based development, and recognition and rewards – and managers must be held accountable for these outcomes. Learn how performance management can be integrated with strategic organizational goals, rewards and recognition programs, and development and succession plans. With the help of performance management systems and social technology, you can make performance management part of day-to-day leadership.
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When there is something that requires objective, clear thinking in your business or personal life, challenge your natural propensity to see what you want to see and hear what you want to hear by:
- Challenging your assumptions - try to disprove, rather than prove, your hypothesis.
- Seek outside opinion - get feedback from others who may see things differently than you.
- Writing it down – the written word will make you feel more accountable to your analysis.
- Admitting you were wrong, when appropriate - we hate to admit it, but humility goes a lot farther than rationalizations and justifications.
Christa Degnan Manning of HfS Research lends her expertise to debate the impact that HR has on employee productivty and engagement which, much like the proverbial chicken or egg, is difficult to discern the relationship one has with the other. ...Read more
In this exclusive HCI podcast for the 2014 Talent Pulse: The Mindful Employee research report, we talked to author and meditation expert, Sharon Salzberg.
Over the past decade, talent management initiatives have become one of the top priorities within global organizations. While the business value of talent management investments is often recognized discretely through ...Read more
In this exclusive HCI podcast for the 2014 Talent Pulse: The Mindful Employee research report, we talked to experienced talent management professional, Joanne Colautti. She is the Associate Director, Office of the Global Chairman at KPMG.
In this exclusive HCI podcast for the 2014 Talent Pulse: The Mindful Employee research report, we talked to Gloria Mark professor of informatics at the Donald Bren School of Information and Computer Sciences at University of California, Irvine.
Enterprise learning & development is undergoing a profound and rapid evolution from classroom and other location based venues to mobile enabled learning solutions and practices. Another way to describe this transformation is that learning and development is moving from a push (classroom) to a pull (self-directed, self-selected elearning) medium. For a pull mobile learning medium to be successful the learning and development content has to be informative, relevant, and most of all entertaining and engaging. The emergence of a new mobile learning model that is based on characteristics of a successful radio talk show does just that by offering compelling content that hits those marks of what makes for a successful pull mobile learning medium.
Competency models and career development initiatives are prevalent in many companies. However, they often fail to create meaningful change in the behaviors of leaders and employees because they are not viewed as an essential part of business ...Read more